Effect of Dietitian's Perceived Organizational Culture on Organizational Commitment at Hospital Foodservices.
10.14373/JKDA.2017.23.4.431
- Author:
Moon Jung BAE
1
;
Choon Young KIM
;
Kyung RYU
Author Information
1. Department of Nutrition Management, Graduate School of Environment and Public Health Studies, Yeungnam University, Daegu 42415, Korea.
- Publication Type:Original Article
- Keywords:
hospital foodservice;
dietitian;
organizational culture;
organizational commitment
- MeSH:
Demography;
Education;
Employment;
Hospitals, General;
Nutritionists;
Organizational Culture*
- From:Journal of the Korean Dietetic Association
2017;23(4):431-452
- CountryRepublic of Korea
- Language:Korean
-
Abstract:
This study was conducted to investigate the effect dietitians' perceived organizational culture has on organizational commitment at hospital foodservices. A total of 382 dietitians working at general hospitals with 500 beds or more participated in the survey from January 16 to February 8, 2017. The result of perceived organizational culture showed hierarchical culture, rational culture, development culture, and group culture scored to be 5.29, 5.25, 5.15, and 4.97 out of 7, respectively. Differences in the perception of organizational culture and organizational commitment were observed according to the general demographics of subjects, but no significant differences were shown according to the general characteristics of hospitals. For organizational commitment perception, affective commitment (5.14), normative commitment (4.41), and continuance commitment (4.21) were identified. There were differences according to age, work experience at the present job, position, and education level by type of organizational culture. In terms of organizational commitment, there were significant differences in age, work experience at the present job, employment status, and possession of clinical dietitian certificate, position by type of commitment. A positive correlation between dietitians' perceived organizational culture and organizational commitment such as overall organizational commitment, affective commitment, and normative commitment was observed (P<0.01). Group culture, development culture, and hierarchical culture positively affected overall organizational commitment (P<0.001). Development culture, group culture, and hierarchical culture had positive effects on affective commitment, whereas rational culture had a negative influence. Development culture (P<0.05), group culture (P<0.001), and hierarchical culture (P<0.01) positively influenced normative commitment. Results suggest that it is necessary to develop plans for the improvement of rational culture, group culture, and development culture at hospital foodservice organizations.
